The study addresses the research gap identified in the context of Nigeria and explores the implications of cultural diversity on human resource functions, organizational performance, equity and ...governance. The fifth paper, "A Study on Disclosure of Human Resource Accounting in Selected Public and Private Sector Companies in India" by Dr. Umesh Kumar Agrawal, examines Human Resource Accounting (HRA) practices in India. The research utilizes data from non-financial companies listed on the BSE 500, covering the period from 2015 to 2022, with a sample size of 197 companies.Employing multiple regression analysis, the paper seeks to determine how these factors contribute to Real Earnings Management practices.
Pursuant to that, growth intensity and its stability are analyzed on a sample of the European countries, including the Republic of Serbia, based on which components the coauthors construed the growth ...dynamics indicator and an adjusted growth rate. According to the authors, the key role is played by the Central Bank, whose certain monetary policy instruments may help partly mitigate the intensity of these shocks. Estimating the influence of human resource accounting on the profitability of companies - conglomerates listed on the Nigerian Stock Exchange on the basis of the data obtained from the audited annual reports of the six companies listed on the Nigerian Stock Exchange in the period from 2010 to 2019, the coauthors Khadijat Adenola Yahaya, Ramat Titilayo Salman, Abubakar Kolapo Abdulsalam and Adesanmi Timothy Adegbayibi conclude that the costs of employee training and development, changes in the amount of the salaries earned by employees and the benefits received upon employment termination positively influence the profitability of the companies.
Purpose: This paper proposes a context-based framework for measuring and disclosing human capital in the financial statements of the Zimbabwean mining companies. The study was prompted by the lack of ...universal standardised framework that can be adopted by companies for use and existing of varied models with conflicting measurement metrics. The developed model is meant to bring harmony within the industry and across other sectors, particularly in developing countries such as Zimbabwe.
Methodology: This paper adopted an integrative literature review approach also known as the critical review approach in the development of the human capital measurement and disclosure framework. Corporate annual reports, existing related literature, and various human capital models were critically and systematically reviewed to conceptualise different views from various authors concerning human capital measurement and disclosure framework. A thematic analysis approach was adopted to analyse the qualitative findings. The analysis was conducted until a point of saturation was reached.
Findings: The paper proposed a context-based human capital measurement and disclosure framework with six key primary factors. Furthermore, the paper proposed the measurement criteria and the disclosure requirements of the six primary factors established. The framework also acts as a starting point for human capital reporting since there is a lack of an established and generally accepted reporting framework in Zimbabwe. The benefit of this framework is that it is flexible, and it allows companies to develop human capital reporting guidelines based on key features specific to an individual company's human capital and can be applied to other similar contexts in the SADC region. This paper recommends the adoption of the human capital measurement and disclosure framework as to increase companies’ value, financial performance as well as economic growth at large.
Originality/Value: The proposed framework is envisaged to reduce information asymmetry and improve corporate governance practices for both practice and policy formulation.
Purpose: This paper proposes a context-based framework for measuring and disclosing human capital in the financial statements of the Zimbabwean mining companies. The study was prompted by the lack of universal standardised framework that can be adopted by companies for use and existing of varied models with conflicting measurement metrics. The developed model is meant to bring harmony within the industry and across other sectors, particularly in developing countries such as Zimbabwe.
Methodology: This paper adopted an integrative literature review approach also known as the critical review approach in the development of the human capital measurement and disclosure framework. Corporate annual reports, existing related literature, and various human capital models were critically and systematically reviewed to conceptualise different views from various authors concerning human capital measurement and disclosure framework. A thematic analysis approach was adopted to analyse the qualitative findings. The analysis was conducted until a point of saturation was reached.
Findings: The paper proposed a context-based human capital measurement and disclosure framework with six key primary factors. Furthermore, the paper proposed the measurement criteria and the disclosure requirements of the six primary factors established. The framework also acts as a starting point for human capital reporting since there is a lack of an established and generally accepted reporting framework in Zimbabwe. The benefit of this framework is that it is flexible, and it allows companies to develop human capital reporting guidelines based on key features specific to an individual company's human capital and can be applied to other similar contexts in the SADC region. This paper recommends the adoption of the human capital measurement and disclosure framework as to increase companies’ value, financial performance as well as economic growth at large.
Originality/Value: The proposed framework is envisaged to reduce information asymmetry and improve corporate governance practices for both practice and policy formulation.
This study aims to investigate the impact of human resource accounting (HRA) on the overall performance of the organization. By presenting the details of HRA the study identifies various dimensions ...of organizations’ financial aspects viz., human capital efficiency, organization profitability, return on asset, and return on equity. To understand the impact of various measurements, the study collected required data from 268 responses of human resource and finance departments of SME firms and analyzed the data using linear regression and the result of ANOVA and coefficient values illustrated there is a positive significant effect of HRA on human capital efficiency, organization profitability and return on equity. This is evident that the SME firms in Saudi Arabia are aware of the benefits on HRA of the organization and the only concern is it needs rapid implementation initiatives from the management which is possible with wide awareness across the nation. However, there is no significant effect of HRA on return on assets. This study contributes to the SME firms, human resource departments, and managerial decision-makers to understand the HRA concept and its usefulness to a make positive difference in their financial statements.
Human resource accounting (HRA) researchers all over the globe are engaged in measuring HRA disclosures (HRAD) practices and their linkages with performance, productivity, investments, and company ...characteristics. A major limitation of these research efforts is the application of a unidimensional unweighted HRAD index due to the unavailability of an updated weighted HRAD index. This research paper is an attempt to fill this void in the existing HRA research area by suggesting an all-inclusive, multi-dimensional weighted HRAD Index that is capable of capturing significant trends in HRA reporting in quantifiable numbers that can be then made subject to numerical or statistical applications. The proposed index is segmented into three sections including 28 broad items of qualitative and quantitative information about human resources with the most importance assigned to Industrial Relations, Training Programs, Employees participation in management, HR value, and Profit to HR ratio. To demonstrate the suitability of the index in intra-company and inter-company comparisons, it’s applied to two leading corporates in India - Infosys and MMTC selectively for four years over a period ranging from 2001-02 to 2021-22. The proposed index will be useful for human resource managers, users, and HRA researchers in improving the quality of their decisions and measurements.
PurposeThe paper celebrates the fiftieth anniversary of the publication of Flamholtz’s seminal paper on the Human Resource Accounting approach to taking people into account, providing a critical ...review of its progress since that time and offering some thoughts on how the project might now be beneficially shaped.Design/methodology/approachThe paper provides an authoritative review of the progress of the accounting for people project to date.FindingsThe continuing exploration of how it might be possible to take people into account is identified to be entering a new and exciting phase.Research limitations/implicationsThe authors readily acknowledge that what the paper provides is an account of the evolution of the accounting for people field, which they argue is currently extending into a new and important phase relating to employee health and wellbeing.Originality/valueThe paper’s principal contribution lies in bringing together three authors who have made significant contributions to the topic of accounting for people over the past 50 years.
Given the increased discussion on the development of metrics to manage intangible resources, there is a need for a review of the most important tools available to managers for this purpose. This ...article reviews four measurement systems currently popular among practitioners: (i) human resource accounting; (ii) economic value added; (iii) the balanced scorecard; and (iv) intellectual capital. The assumptions and details of each tool are discussed, as well as the operationalisation procedures to apply them correctly. Strengths and shortcomings of each system are also analysed in order to supply `knowledge managers' with the instruction sheet to the knowledge toolbox.
Human capital analytics: why are we not there? Boudreau, John; Cascio, Wayne
Journal of organizational effectiveness : people and performance,
06/2017, Volume:
4, Issue:
2
Journal Article
PurposeWhile human capital analytics (HCA) recently has developed enormous interest, most organizations still find themselves struggling to move from operational reporting to analytics. The purpose ...of this paper is to explore why that is the case and can be done to change that.Design/methodology/approachReferring to the “LAMP” model, the authors stress four elements as potential reasons why HCA are not sufficiently being “pushed” toward their audience, namely, logic, analytics, measures, and process. Similarly, they name five conditions why the wider use of HCA is not “pulled” in by the analytics user.FindingsThe authors investigations show that these “push” and “pull” factors behind the lack of greater use of HCA represent fertile ground for future research and implications for practitioners on both ends.Practical implicationsThese “push” and “pull” factors behind the lack of greater use of HCA represent fertile ground for future research and implications for practitioners on both ends.Originality/valueThese “push” and “pull” factors behind the lack of greater use of HCA represent fertile ground for future research and implications for practitioners on both ends.
Purpose
The purpose of this paper is to develop an understanding of the process through which ideas are translated across disciplines. It does this by focussing on how the idea that people are ...corporate assets was translated between the accounting and human resource management (HRM) disciplines.
Design/methodology/approach
This paper is based on the interpretation of a historical case study of the travel of ideas between the accounting and HRM disciplines. Translation is used as an analytical lens as opposed to being the object of the study and is theorised drawing on insights from the Scandinavian Institutionalist School, Skopos theory and linguistic translation techniques.
Findings
Translation by individual translators involved the translator stepping across disciplinary boundaries. However, translation performed by interdisciplinary teams occurs in the “contact zone” between disciplines. In this zone, both disciplines are, at once, source and target. Ideas are translated by editing and fusing them. In both cases, translation is value laden as the motives of the translators determine the translation techniques used. Legitimacy and gravitas of the translator, as well as contextual opportunities, influence the spread of the idea while disciplinary norms limit its ability to become institutionalised. Also, differential application of the same translation rule leads to heterogeneous outcomes.
Originality/value
This is the first accounting translation study to use the theories of the Scandinavian Institutionalist School or indeed combine these with linguistic translation techniques. It is also the first study in accounting which explores the translation of ideas across disciplines.
The purpose of the current study is to shed light on the applied reality of the human resource information systems strategy in its dimensions (using the system, training on the system, providing ...technical support, supporting senior administrations, providing infrastructure) and the implications of that reality on the institutional performance of the Iraqi Ministry of Defense, where the ministry’s performance is represented in the following sub-dimensions: (Service improvement, efficiency and effectiveness, creativity and innovation) that are relevant to the activities of (planning and organization, work analysis and design, training, recruitment and employment, salaries, wages and bonuses). A sample of senior leaders has been chosen as a targeted sample of (181) managers. Their opinions are surveyed according to a questionnaire prepared for this purpose. The study attempts to address problem of the absence of applied digital indicators at the Ministry from which it can derive its strategies and activities that rely on the use of human resources information systems. Consequently, the present paper aims to diagnose the sample’s level of awareness of the intellectual frameworks of the study variables, as well as identifying the relationship and mutual influence between the study variables. These variables are expected to achieve the importance of guiding leaders digitally with indicators inspired by the reality of the work of the organization’s human resources in the Ministry that leads to accurate outputs based on scientific facts. The practical side has adopted non-parametric statistical tools to test the hypotheses of the work such as the median and the range. The present study has arrived at a final conclusion that the strategy of human resources information systems has dimensions that have been working effectively, such as (supporting senior departments), while it has regressed after (using the system).
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